15 Habits to Become a High-Performing Manager

When I was being promoted as a manager, I didn’t think of becoming a high-performing manager. In fact, I didn’t even know what to do. I had no idea how to manage people, to manage the project, and also did not know what other managerial tasks to begin with. I just went blank.

I was scared, I had poor communication with the team and everything was chaotic!

But I couldn’t let all this mess continue to happen. I had to do something to fix them and just simply make them work!

So, what I did was basically anything. Reading books, finding information on the internet, watching tutorials on YouTube, and the list went on.

And fortunately, It went somewhere. I started to get on my feet. Communication with the team started to work well, everyone began to work together, and the projects seemed to progress in the right direction.

What did I do? A lot! They’re not just how-tos, tips, or tricks, but what really gave it a go was the small things I did every day until they became habits. And now, I’d like to talk about it and share them with you! Here are 12 simple habits I learned to become a high-performing manager.

1. Communicate Clear Expectations

Make sure you and your team know how to answer these questions:

Why are we doing what we’re doing?
Where are we going to go?
How are we going to do it?

Effective managers understand the significance of clarity and transparency in teamwork. This involves ensuring that every team member comprehends the broader goals, challenges, and strategic direction of the organization.

Why It Matters:

Alignment of Efforts: When team members understand the bigger picture, they are better equipped to align their efforts with overarching organizational objectives. This alignment cultivates a sense of purpose and group motivation.
Informed Decision-Making: Context empowers individuals to make informed decisions. When employees grasp how their contributions fit into the larger business strategy, they can make choices that positively impact both their specific tasks and the overall success of the company.
Motivation and Engagement: Employees are more motivated when they see the direct connection between their work and the company’s success. Providing business context creates a work environment where individuals feel engaged, knowing that their efforts contribute meaningfully to the organization’s mission.

How to Implement:

Regular Updates: Schedule regular updates or meetings to discuss the current state of the business, upcoming challenges, and achievements. This keeps everyone in the loop and reinforces a shared understanding of the company’s context.
Open Communication Channels: Foster an environment where team members feel comfortable asking questions and seeking clarification. Encourage open dialogue to address any uncertainties and ensure everyone is on the same page.
Connect Individual Goals to Business Objectives: During performance discussions, link individual goals and projects to the broader business objectives. This reinforces the idea that every team member plays a crucial role in the organization’s success.

2. Set the Standard Higher

Always believe you can get better than before and always inspire others to have to same attitude.

The commitment to excellence is non-negotiable. Cultivating a culture of continuous improvement starts with setting the standard higher, not only for oneself but for the entire team. This habit revolves around the belief that there is always room for improvement and that raising the bar is not just a goal but a mindset.

Why It Matters:

Continuous Improvement: High-performing managers embody the principle of continuous improvement. By consistently raising the standard, they foster an environment where growth and refinement become integral to the team’s ethos.
Quality Breeds Excellence: Setting high-quality standards is a catalyst for achieving excellence. When a team collectively aspires to deliver work of the utmost quality, it not only meets expectations but surpasses them, earning a reputation for excellence.
Adaptability: Embracing the mindset that there is always room for improvement enhances adaptability. Teams led by managers who set high standards are more resilient in the face of challenges, viewing obstacles as opportunities to refine their approach.

How to Implement:

Lead by Example: Demonstrate your commitment to high quality through your own work. Showcase a dedication to improvement and a willingness to learn, inspiring your team to follow suit.
Encourage Feedback: Foster a culture where constructive feedback is welcomed. This creates a feedback loop for improvement and ensures that the team collectively identifies areas for enhancement.
Acknowledge Growth: Celebrate both individual and team achievements. Acknowledge instances where the team has surpassed previous standards, reinforcing the value of continuous improvement.

3. Take the Responsibilities of Any Issues!

Learn to become a role model by taking full accountability for issues.

Accountability is not merely a buzzword; it’s a guiding principle. One distinguishing habit that sets exceptional managers apart is their unwavering commitment to taking responsibility for any issues that arise within their purview.

Why It Matters:

Fosters Trust: Accepting responsibility builds trust within the team. When managers acknowledge and address issues, it creates a culture of transparency and accountability, fostering a sense of trust and reliability.
Problem-Solving Culture: Managers who take responsibility contribute to a problem-solving culture. Rather than assigning blame, the focus shifts to finding solutions and learning from challenges, which is essential for continuous improvement.
Leadership Credibility: Taking ownership of issues enhances a manager’s credibility. Team members respect leaders who don’t shy away from challenges but instead face them head-on, demonstrating a commitment to the team’s success.

How to Implement:

Open Communication Channels: Create an environment where team members feel comfortable reporting issues without fear of reprisal. Emphasize that addressing challenges is a collective effort and not an individual burden.
Be The Role Model: Demonstrate accountability in your own actions. When a problem arises, openly acknowledge it, communicate the steps being taken to resolve it, and share any lessons learned.
Encourage Collaborative Problem-Solving: Instill a collaborative approach to problem-solving within the team. Emphasize that everyone plays a role in identifying and addressing issues, and collective efforts lead to more effective solutions.

4. Stay Focused All the Time

Get your team to focus on the tasks and stay clear all the time.

The ability to maintain unwavering focus is a hallmark of high-performing managers. This habit involves not just managing tasks but also cultivating a mindset that prioritizes concentration and clarity amidst myriad responsibilities.

Why It Matters:

Enhanced Productivity: Staying focused allows managers to tackle tasks with efficiency and precision. By avoiding distractions and maintaining concentration, high-performing managers accomplish more in less time.
Effective Decision-Making: A focused mind is better equipped for sound decision-making. When managers can concentrate on critical issues without being overwhelmed, they make informed choices that contribute to the success of the team and the organization.
Role Modeling for the Team: Leaders who exemplify focused behavior set a standard for their team. A focused manager inspires a culture where individuals prioritize their work and contribute to a collective environment of productivity.

How to Implement:

Prioritize Tasks: Start each day by identifying and prioritizing key tasks. Focus on high-impact activities that align with overarching goals, ensuring that your time and energy are directed toward what truly matters.
Minimize Distractions: Create a workspace conducive to focus by minimizing unnecessary distractions. Turn off non-essential notifications, establish designated focus periods, and communicate your availability to the team during focused work sessions.
Practice Mindfulness: Incorporate mindfulness techniques into your routine to enhance focus. Techniques such as deep breathing, short meditation breaks, or brief walks can rejuvenate your mind and boost concentration.

5. Develop Consistency

Implement an operational cadence, such as:

Team meetings
1-to-1 meeting
Weekly and monthly updates

This habit involves cultivating a disciplined and reliable approach to tasks, decisions, and interactions, ensuring a steady and predictable trajectory toward success.

Why It Matters:

Builds Trust: Consistent behavior fosters trust within the team. When team members can rely on a manager’s consistent approach to leadership, it creates a sense of stability and confidence in their guidance.
Establishes a Reliable Environment: Consistency sets the tone for a reliable work environment. Whether it’s meeting deadlines, adhering to processes, or enforcing policies, a manager’s consistent actions create a workplace where expectations are clear and met consistently.
Encourages Predictable Results: Consistent efforts yield predictable results. High-performing managers understand that success is often the result of sustained, disciplined actions over time, and they instill this understanding in their team.

How to Implement:

Define Standard Operating Procedures: Establish clear standard operating procedures (SOPs) for routine tasks. Having standardized processes ensures that every team member follows a consistent approach, reducing errors and increasing efficiency.
Adhere to Deadlines: Consistently meet deadlines and expectations. This not only sets an example for the team but also ensures that projects progress smoothly and align with broader organizational timelines.
Maintain Open Communication: Consistency extends to communication. Regularly update the team on project statuses, changes in strategy, and overall organizational developments. Predictable communication promotes transparency and trust.

6. Utilize Data

A high-performing manager uses data to lead and make decisions.

Leverage the power of data to inform decisions, drive strategy, and optimize performance. This habit involves incorporating data-driven insights into managerial practices for more informed and effective leadership.

Why It Matters:

Informed Decision-Making: Data provides a factual foundation for decision-making. Managers who utilize data can make informed choices that align with organizational goals and respond effectively to challenges.
Performance Optimization: Data analysis enables managers to identify trends, patterns, and areas for improvement. By leveraging data, high-performing managers optimize team performance and enhance overall productivity.
Strategic Planning: Utilizing data contributes to strategic planning. Managers can identify opportunities, assess risks, and formulate strategies based on a thorough understanding of market dynamics and internal performance metrics.

How to Implement:

Implement Data Collection Systems: Establish systems to collect relevant data, whether it’s related to team performance, customer feedback, or market trends. Ensure that the data collected aligns with strategic objectives.
Invest in Analytics Tools: Utilize analytics tools to process and interpret data effectively. Investing in technology that facilitates data analysis empowers managers to extract actionable insights from complex datasets.
Regularly Review and Analyze Data: Schedule regular reviews of key performance indicators and relevant data points. Continuous analysis ensures that managers stay abreast of changing dynamics and can proactively adjust strategies.

7. Be Decisive

There’s no such thing as 100% perfect information. Make your call! Understand that a wrong decision is better than no decision. That’s what a high-performing manager should do.

Decisiveness is a hallmark of high-performing managers. This habit involves making timely and informed decisions, embracing the responsibility that comes with leadership, and steering the team with confidence and purpose.

Why It Matters:

Swift Action: Being decisive ensures that actions are taken promptly. High-performing managers don’t shy away from making decisions, understanding that delays can hinder progress and lead to missed opportunities.
Leadership Confidence: Decisiveness instills confidence in leadership. Team members look to managers for guidance, and a decisive leader inspires trust by making clear and confident decisions, even in the face of uncertainty.
Adaptability: Decisiveness is crucial for adaptability. Managers who can make decisions efficiently help the team navigate change and respond effectively to unexpected challenges.

How to Implement:

Gather Relevant Information: Before making a decision, gather relevant information and insights. While swift action is important, a foundation of knowledge ensures that decisions are informed and aligned with organizational goals.
Set Clear Decision-Making Criteria: Establish clear criteria for decision-making. Clearly define the factors that influence decisions, whether they involve resource allocation, project priorities, or team dynamics.
Trust Your Intuition: Trust your instincts and experience. Decisive managers understand that, at times, decisions need to be made based on intuition and experience. Balancing data with intuition contributes to well-rounded decision-making.

8. Let Your Team Decide Too

Yes, not just you. As a good leader and a high-performing manager, you’ll want your team to make decisions too.

Collaborative decision-making is a key characteristic of high-performing managers. This habit involves empowering and involving team members in the decision-making process, fostering a culture of inclusion and collective intelligence.

Why It Matters:

Increased Ownership: Allowing the team to participate in decision-making promotes a sense of ownership. Team members feel more invested in the outcomes when they have a say in the decisions that affect their work.
Diverse Perspectives: A team consists of individuals with diverse skills and perspectives. By involving the team in decision-making, managers tap into a wealth of collective knowledge, leading to more well-rounded and innovative solutions.
Boosted Morale: Empowering the team to make decisions boosts morale. It communicates trust in their abilities and encourages a collaborative spirit, contributing to a positive and motivated work environment.

How to Implement:

Encourage Open Dialogue: Foster an environment where team members feel comfortable expressing their opinions. Encourage open dialogue during team meetings and decision-making discussions.
Delegate Decision-Making Authority: Delegate decision-making authority for certain tasks or projects to team members. This not only distributes responsibilities but also allows individuals to develop their decision-making skills.
Provide Guidance and Support: While giving autonomy, ensure that you provide guidance and support. Clarify decision-making parameters, offer insights, and be available for consultation, maintaining a balance between autonomy and support.

9. Take Criticism Like An Adult

Listen and digest any critics objectively. Make it an opportunity to learn and improve. Open the road to become a high-performing manager.

The ability to handle criticism maturely is a fundamental trait of high-performing managers. This habit involves approaching feedback with openness, resilience, and a commitment to personal and professional growth.

Why It Matters:

Continuous Improvement: Accepting criticism is essential for continuous improvement. Managers who are open to feedback can identify areas for growth and refine their skills, contributing to ongoing professional development.
Builds Trust: Demonstrating maturity in receiving criticism builds trust. Team members appreciate leaders who can handle feedback gracefully, fostering a culture of transparency and mutual respect.
Role Modeling Resilience: Taking criticism like an adult sets an example for the team. When managers exhibit resilience in the face of feedback, it encourages team members to approach their own development with a similar mindset.

How to Implement:

Listen Actively: When receiving criticism, actively listen to understand the feedback. Avoid immediate defensive reactions and instead focus on comprehending the perspective being shared.
Seek Clarification: If the feedback is unclear, seek clarification. Ask for specific examples or details that can provide a clearer understanding of the concerns or suggestions being presented.
Express Appreciation: Thank individuals for their feedback, regardless of whether it’s positive or constructive. Expressing appreciation reinforces the value of feedback and encourages an open dialogue within the team.

10. Listen More Than Talk

Listening makes you smarter. Active listening involves prioritizing listening over speaking, demonstrating a genuine interest in other’s perspectives, and fostering a culture of open communication within the team. These are what a high-performing manager should do.

Why It Matters:

Understanding Team Dynamics: Listening more than talking allows managers to understand team dynamics, individual strengths, and challenges. This understanding is essential for effective leadership and decision-making.
Building Trust: Actively listening builds trust within the team. Team members feel valued when their opinions are heard, contributing to a positive and collaborative work environment.
Promoting Innovation: An open and listening culture promotes innovation. When team members feel comfortable sharing ideas and concerns, it sparks creativity and allows for the exploration of new approaches.

How to Implement:

Practice Active Listening: Actively engage in conversations by focusing on what the speaker is saying. Avoid interrupting and show that you are fully present by making eye contact and nodding in acknowledgment.
Ask Open-Ended Questions: Encourage open communication by asking open-ended questions that invite team members to share their thoughts, concerns, and ideas in more depth.
Reflect on What You Hear: After team members express themselves, reflect on what you’ve heard before responding. This demonstrates that you value their input and are thoughtful in your responses.

11. Provide Constructive Feedback promptly

Quick responses are always appreciated, but still, a high-performing manager always give it a thought before responding.

High-performing managers understand that offering feedback is a two-way street and actively contribute to the professional development of their team members.

Why It Matters:

Facilitates Growth: Constructive feedback facilitates individual and team growth. Managers who provide thoughtful feedback help team members identify strengths, address weaknesses, and develop their skills.
Strengthens Relationships: Open and constructive feedback strengthens relationships. When delivered with empathy and a focus on improvement, feedback fosters trust and collaboration within the team.
Enhances Performance: Clear feedback contributes to enhanced performance. Team members are more likely to excel when they receive specific guidance on their strengths and areas for improvement.

How to Implement:

Be Specific: Offer specific examples and details in your feedback. Precision in communication ensures that team members can understand and act upon the feedback provided.
Balance Positive and Constructive Feedback: Acknowledge strengths and achievements while also addressing areas for improvement. Striking a balance ensures that individuals receive a comprehensive view of their performance.
Encourage Dialogue: Create opportunities for follow-up discussions. Encourage team members to share their perspectives, ask questions, and seek clarification, fostering a collaborative and communicative team culture.

12. Communicate Some Matters Privately

Yes, some issues need to be communicated and resolved privately. Do it with honesty, and be respectful.

Recognizing the sensitivity of certain matters, high-performing managers understand the importance of private communication. This habit involves addressing specific issues, providing feedback, or discussing personal matters in a private and confidential setting.

Why It Matters:

Respect for Individual Privacy: Private communication demonstrates respect for individual privacy. Matters that require discretion or involve personal concerns are handled with sensitivity, fostering trust within the team.
Maintains Professionalism: Discussing certain matters privately helps maintain professionalism. It allows managers to address concerns discreetly, avoiding unnecessary exposure that may impact team morale or individual confidence.
Facilitates Open Dialogue: Private communication encourages open dialogue. Team members are more likely to share concerns or seek guidance when they trust that sensitive matters will be handled with discretion.

How to Implement:

Schedule Private Meetings: When addressing specific matters, schedule private one-on-one or small group meetings. This ensures that conversations are held in a confidential setting.
Use Appropriate Communication Channels: Choose appropriate communication channels for sensitive matters. Email, direct messaging, or private spaces in collaborative platforms can be utilized to maintain confidentiality.
Emphasize Confidentiality: Clearly communicate the importance of confidentiality. Assure team members that matters discussed privately will be treated with the utmost discretion, reinforcing a culture of trust and professionalism.

13. Embrace a Growth Mindset

It’s a never-stop-learning, never-stop-improving situation. As a high-performing manager, you learn all the time to grow yourself to become a better leader. Otherwise, you’ll fall behind.

A growth mindset is foundational to the principle of never stopping learning. This habit involves approaching challenges with an optimistic belief that abilities and intelligence can be developed over time through dedication and hard work.

Why It Matters:

Resilience: People who have a growth mindset see obstacles as chances to improve. This resilience enables them to bounce back from setbacks and approach obstacles with a positive and constructive attitude.
Openness to Learning: Embracing a growth mindset fosters a continuous desire to learn. Individuals with this mindset actively seek out new knowledge, skills, and experiences to enhance their personal and professional capabilities.
Encourages Risk-Taking: A growth mindset encourages individuals to take calculated risks. The willingness to step out of one’s comfort zone and tackle new challenges is a hallmark of those committed to continuous improvement.

How to Implement:

Cultivate a Positive Self-Talk: Be mindful of self-talk and replace fixed mindset thoughts with growth mindset affirmations. For example, instead of saying “I can’t do this,” shift to “I can’t do this yet, but I can learn.”
Embrace Challenges: Approach challenges as opportunities to learn and grow. Rather than avoiding difficult tasks, see them as a chance to develop new skills and overcome obstacles.
Seek Feedback as a Path to Improvement: Embrace feedback as a valuable tool for improvement. Use constructive criticism as guidance for refining skills and enhancing performance.

14. Foster a Learning Culture

As a high-performing manager, you’ll encourage and facilitate your team members to keep learning and growing. It involves creating an environment within the team or organization where continuous learning is valued, encouraged, and embedded in the team’s DNA.

Why It Matters:

Adaptability: Teams with a learning culture are more adaptable. They can readily embrace change, learn from experiences, and pivot in response to evolving circumstances.
Innovation: A learning culture fosters innovation. Team members are encouraged to explore new ideas, experiment with different approaches, and contribute to a dynamic and creative work environment.
Employee Retention: Organizations that prioritize learning often experience higher employee retention. Team members appreciate opportunities for growth and development, and a learning culture enhances job satisfaction.

How to Implement:

Promote Continuous Training: Encourage ongoing training and development opportunities. This could include workshops, online courses, or access to resources that support skill enhancement.
Acknowledge and Celebrate Learning: Recognize and celebrate individual and team learning achievements. This generates a positive feedback loop and emphasizes the value of lifelong learning.
Encourage Knowledge Sharing: Assist the team in exchanging knowledge. Encourage team members to share insights, best practices, and lessons learned, creating a collaborative learning environment.

15. Acknowledge Team Successes

A high-performing manager gives credit to the team members and acknowledge their success!

Recognizing and celebrating collective achievements reinforces a positive team culture, boosts morale, and fosters a sense of accomplishment among team members.

Why It Matters:

Motivation Boost: Acknowledging successes motivates team members. It reinforces their efforts, affirms their contributions, and inspires a collective sense of pride in the team’s accomplishments.
Cultivates Positivity: Recognition cultivates a positive work environment. Team members feel valued and appreciated, fostering a culture where individuals are eager to contribute their best efforts.
Encourages Collaboration: Celebrating team successes encourages collaboration. It reinforces the idea that everyone’s contributions matter and that the team, as a whole, is responsible for its achievements.

How to Implement:

Regularly Express Appreciation: Take the time to regularly express appreciation for the team’s efforts. This can be done through team meetings, emails, or other communication channels where everyone can be recognized.
Highlight Individual Contributions: Acknowledge individual contributions within the context of team successes. Recognizing the unique strengths of team members reinforces a sense of value and importance.
Celebrate Milestones: Celebrate both small and significant milestones. Whether it’s completing a project, achieving a performance target, or overcoming a challenge, acknowledging these milestones contributes to a positive team spirit.

Frequently Asked Questions (FAQ) About Habits of A High-Performing Manager

1. How does effective communication contribute to better management?

Effective communication is a cornerstone of high-performance management. It involves clear and transparent information flow, active listening, and timely feedback. Managers who prioritize communication create a shared understanding of goals and expectations, fostering a collaborative environment where teams feel heard and valued.

2. Is personalized recognition in teamwork necessary?

Personalized recognition involves tailoring acknowledgment to individual preferences and achievements, demonstrating a genuine understanding of each team member’s contributions and values. By recognizing diverse strengths and providing personalized feedback, high-performing managers strengthen their connection with team members, boost morale, and foster a positive work culture. This goes beyond generic praise, creating a more meaningful and impactful acknowledgment of individual efforts.

3. Do mentorship and coaching contribute to the growth of my team?

By pairing team members with experienced mentors or coaches, high-performing managers facilitate knowledge transfer, provide personalized guidance, and contribute to the professional development of their teams. This accelerates learning, aids in career navigation, and strengthens the overall capabilities of the team.

4. How to embrace a healthy work-life balance within teams?

Setting clear boundaries, prioritizing self-care, and scheduling regular breaks are some strategies for a healthy work-life balance. By modeling and encouraging a balanced approach to work and personal life, high-performing managers contribute to the well-being of their teams. This recognizes the importance of rest, rejuvenation, and activities outside of work for sustained personal and professional growth.

5. Is staying informed about industry trends crucial for a manager?

Yes. A high-performing manager should actively seek and stay updated on the latest developments, innovations, and changes within the industry. This enhances adaptability, aids in strategic decision-making, and contributes to professional credibility.

Becoming a High-Performing Manager

Though it doesn’t cover all the habits a manager needs, but the 15 habits outlined above collectively contribute to effective leadership, team collaboration, and a positive work environment. Embracing these habits not only enhances individual performance but also cultivates a culture of excellence and continuous improvement within the team.

Are you a manager? Could you share the challenges you’ve experienced when taking over the responsibility? And would you share how to become a high-performing manager? Let us know in the comments!